I hear it time and again; the candidate was not a fit because the hiring manager did not get the right “gut feel” when speaking to the candidate. OR!!!! The supervisor hires people they feel they can be “friends” with. PLEASE STOP HIRING THAT WAY!
I am certainly a process driven gal, no secret there. I think systems, processes and procedures help keep things streamlined and in recruiting, this means defensible.
All too often I work with organizations (both small and large) who do not have a recruiting and selection strategy beyond posting a job. So, what this basically translates into is they do not have a sufficient or functioning selection process. And we all know that will eventually lead to poor hiring and retention issues. And to be honest, I have not met a hiring manager yet who wants to hire repeatedly.
WHAT IS THE ISSUE?
In my opinion, I think the underlying issue leading to weak and nonexistent selection tools is plain, old fashioned “you don’t know what you don’t know” and perhaps systems in the past that were so over complicated it caused folks to lose faith in the process altogether.
One thing I have found extremely helpful when working with a variety of organizations struggling to find and secure talent, is to get real about the position they are recruiting for. I have talked about this before, but I use a Candidate Profile to help walk through the essence of any position. And I am not looking to regurgitate the job description, but rather peel back the layers so that we have a real understanding of what we are looking for in terms of skill, knowledge, and competency.
From there we chunk it out. We do not seek to design an overly cumbersome, multi-layered selection process, just like we do not seek to hire from our “gut”. Focusing in on the competencies we need in a candidate makes it much easier to design a selection system that helps us identify our next employee.
THE INTERVIEW PROCESS
There is no other recruitment tool more important or valuable than the interview for both parties. This is the part where everyone gets to interact and learn about each other. To ask relevant questions to make sound decisions. Hiring managers are provided an opportunity to get to know the person behind the application. They have the chance to really assess:
Squandering the time given with a candidate is wasteful for everyone and will cost you more in the long run than investing in the proper tools!